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Women in the academic world, as in other types of professions, have traditionally been discriminated against with regard to rank, promotions, and salary. The author or the present document was asked to carry out a special study and analysis of the employment of women at Stanford University; to review the status of women at all levels of employment; study university policies and procedures that are applicable to this matter; and provide recommendations for policy changes needed to achieve the elimination of sex discrimination in employment actions. On the basis of the findings of the author, it is evident that an affirmative action program must be instituted at Stanford in the very near future. Thus, the author recommends a 20-point affirmative action program that requires an active recruitment program for women, an assessment of salary levels by sex, and a fair policy for the reappointment and promotion of all faculty members. (HS)

Nairobi College, in East Palo Alto, California, is a school concerned with making education relevant to the ghetto community. The school, founded by students, is taught by community members and serves an area that is approximately 80 per cent black. In nine months Nairobi College has enrolled 120 students; 40 instructors offer 25 courses, which are of immediate relevance to the ghetto community and of traditional concern in education. Nairobi College has no central campus , and classes are taught in homes, churches, or other convenient community facilities. Beyond the normal class load, each student is assigned four hours of work in a community organization. The college faces the problems that all private colleges face, but even more so, since the school is located in a minority community. Local schools have, however, offered the use of their science laboratories; Stanford University has offered students library privileges; and Central Michigan University, Goddard, and Antioch have agreed to accept Nairobi transfer students. (RC)

TO DETERMINE MAJOR FACTORS AFFECTING SELECTION AND PERFORMANCE OF SUPERVISORS IN SCHOOL ORGANIZATIONS, DATA WERE ANALYZED FROM A SCHOOL ADMINISTRATOR EVALUATION FORM FOR 219 ADMINISTRATIVE PERSONNEL (79.3 PERCENT OF 276 TOTAL), REPRESENTING LARGE CITY, MEDIUM CITY, SMALL CITY, AND CONSOLIDATED SCHOOL DISTRICTS IN THE PACIFIC NORTHWEST. APPLYING TECHNIQUES USED IN THE ANALYSIS OF BUSINESS ORGANIZATIONS, THE STUDY REVEALED THAT CRITERIA FOR SELECTION OF SCHOOL SUPERVISORS ARE DETERMINED BY JOB PERFORMANCE CRITERIA FOR THE POSITION AND ESPECIALLY BY THE KIND OF DISTRICT CONCERNED. THIS LEADS TO THE FORMULATION OF "ORGANIZATIONAL CLIMATE" AS A DETERMINING VARIABLE IN THE SELECTION OF SUPERVISORY PERSONNEL FOR A PARTICULAR DISTRICT. DESCRIPTIONS ARE GIVEN FOR INDICES OF SUPERVISOR EFFECTIVENESS, AS INDICATED BY ORGANIZATIONAL REWARD (GRADE LEVEL ASSIGNMENT AND SALARY) AND OVERALL POTENTIAL FOR ACHIEVEMENT (BIOGRAPHICAL FACTORS, VERBAL ABILITY, INNER LIFE ORIENTATION, CONFORMITY, CREATIVITY, INNOVATION, AND MANAGERIAL, WORK, AND SOCIAL MOTIVATIONS). THIS DOCUMENT IS ALSO AVAILABLE FROM PUBLICATIONS DEPARTMENT, CENTER FOR THE ADVANCED STUDY OF EDUCATIONAL ADMINISTRATION, HENDRICKS HALL, UNIVERSITY OF OREGON, EUGENE, OREGON 97403, FOR $2.00. (JK)